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Human resource analysts collect and study information related to jobs, issues and costs that affect their companies. Many HR analysts use human resource information system programs. HRIS is a computer software package that helps these professionals manage their data more efficiently and accurately. HR analysts are usually required to have bachelor's degrees in business or human resources. Required skills include analytical, communication and organizational abilities. They have several key roles in a small organization.

Compiling Information

Some HR analysts gather statistics on salaries for specific job titles. They then work with HR managers in setting salary ranges for open positions. Others may be more specialized in selecting, interviewing and hiring new employees. They may analyze which, if any, personality or skills tests are needed to better select candidates. Analysts may also obtain information for establishing company policies and procedures. For example, an HR analyst specializing in compensation and benefits may ensure that their company policies conform with certain labor laws, according to StateUniversity.com.

Collecting Data

Small-company HR analysts may be involved in improving employee training programs or determining their job satisfaction. They may conduct surveys to gain such information. Analysts can then analyze the data and recommend ways for company managers to improve employee relations, job satisfaction and morale. Some HR analysts may assess which training programs work best for developing employee skills. They may also analyze the reasons employees leave the company and use the information to increase employee retention.

Maximizing Efficiency

Many HR analysts work with human resource managers and directors in creating department budgets. During this process, the HR analyst may ensure that certain job responsibilities are allocated to the appropriate employees. This helps ensure maximum output and efficiency. These professionals may also determine which evaluation tools are most effective in improving performance. For example, an HR analyst may determine that a "360 evaluation" system works best, which includes self-assessments from employees, interviews with peers and supervisory evaluations for more comprehensive reviews. The supervisor can then recommend various action plans to improve skills in which employees are weak.

Considerations

HR analysts in small companies may determine which medical and retirement plans work best for their organizations. They may invite benefit and retirement planning specialists to meet with employees. They may then analyze various plans, selecting the ones that keep medical costs down and maximize returns for employees. An HR analyst may also ask employees which medical and retirement plans work best for them, combining their assessments with employee preferences before deciding on a plan.